9 Tips to Check-in with your Diversity Strategy

Employees and our communities increasingly look to organizations to lead with innovative and impactful Diversity, Equity and Inclusion (DEI) initiatives. Many companies have committed themselves to fostering inclusive environments, diversifying their talent pipelines, and implementing strategic programs to embed DEI into the core fabric of their operations. By doing so, they not only enhance workplace culture but also unlock the productivity and financial advantages associated with a robust DEI framework. 

As organizations embark on their DEI journey, they typically assemble dedicated project teams to conduct comprehensive audits, identifying existing gaps and formulating and implementing strategic roadmaps to cultivate a more diverse, equitable and inclusive workplace. But, what comes next?

The DEI journey is one of continuous improvement. Crucial to this evolution is the regular evaluation of DEI strategies to measure  progress towards established goals and to identify further opportunities for advancing the organization’s commitment to DEI, fostering a culture of continual improvement and inclusivity.

This article serves as a guide to help you regularly check-in with your organization’s DEI strategy. Here are some tips to ensure continuous improvement in your DEI journey:


Set a Regular Cadence

Schedule consistent meetings with your DEI team and any key stakeholders, choosing a frequency – bi-monthly, quarterly, semi-annually, or annually – that best suits your organization’s stage in the diversity journey, initiative pace, and size.

Review your Strategy

Carve out dedicated time with your DEI team to revisit the findings of your last audit and review the established diversity strategy. This includes reviewing its goals, objectives, and initiatives implemented.

Gather Data

Collecting relevant data is key to understanding the progress of your diversity initiatives. This may involve generating turnover rates, promotion rates, event participation and other identified KPIs. These metrics may be further segmented by demographics to gain insights into effectiveness across different groups and intersectional identities.

Seek Feedback

Beyond numbers, actively seek input from employees at every level of the organization. Whether through anonymous pulse surveys or engaging focus groups, emphasize that their voice matters in shaping your workplace culture. These interactions not only show commitment but also provide invaluable insights into their previous and current experiences and perceptions.

Evaluate your Initiatives

It is time to put your initiatives under the microscope. Evaluate their impact, discussing any notable observations – positive or negative – with your team. Are they moving towards achieving the intended outcomes and moving diversity efforts forward? If not, identify areas for refinement to ensure alignment with evolving needs and goals.

Address Opportunities for Improvement

Embrace challenges and setbacks as opportunities for growth. Acknowledge any hurdles that hindered the initiatives’ success and strategize ways to overcome them. This may involve innovating new approaches, reallocating resources, or refining roles and responsibilities to better support your DEI goals.

Celebrate Wins

Highlight the successes brought about by your initiatives, giving credit to key stakeholders and sharing positive feedback from your employee surveys. Recognizing these victories not only boosts morale but also reinforces your collective commitment to fostering an inclusive workplace culture.

Keep Employees Informed

Transparency is key to fostering trust and engagement with your employees. Regularly update employees on the progress of your diversity initiatives, celebrating achievements and outlining your next steps. By keeping everyone informed, you demonstrate dedication to creating an environment where every individual feels valued and supported. In these communications, you may explore providing actionable strategies and promoting DEI events so employees may further participate in becoming better allies.

Document Progress

During or after your check-ins, document points made during your discussions, including goals, achievements, and points for improvement. Comprehensive documentation tracks the evolution of your diversity strategy and holds the team accountable for any changes you aspire to make, and any processes put in place.

As you navigate your DEI journey, remember that it’s not merely about ticking boxes – it’s about cultivating a workplace where every voice is heard, every perspective is valued, and every individual can flourish. Infusing diversity, equity, inclusion and belonging into all aspects of your organization takes time to develop and may require multiple iterations to find strategies and initiatives that suit your organization’s structure and needs. However, continuing to invest in your company’s DEI and striving for continuous improvement, will drive meaningful organizational change and positive returns for your organization and its workforce.

If you find yourself unsure of how to proceed with your DEI strategy, there’s no shame in seeking guidance. Our team is here to offer assistance, whether you need advice or an expert perspective to enrich your approach. Engaging with external resources can provide fresh insights and enhance the effectiveness of your initiatives. Together, we can navigate these complexities and foster an inclusive workplace that allows everyone to thrive.

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